Computerized testing: the next step for the automated workplace

Article Abstract:

Office automation has streamlined and hastened the analysis of information vital to the selection of personnel. The transition from a paper-based office environment to a computer-based environment has made possible the automated processing and analysis of pre-employment tests, resulting in cost reductions and better time management for human resources departments. Computer based test interpretations are responsible for the changing face of the employee recruitment process. In-house scoring software facilitate a swifter and more accurate analysis and interpretation of pre-employment tests by providing personality profiles with narrative descriptions that are easy to understand. The time saved from doing personality assessments in-house then allows personnel administrators to devote more time to other aspects of the selection process such as interviewing.

Usage, Technology application, Personality tests, Employment tests, Computerized testing

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A surefire resolution to workplace conflicts

Article Abstract:

The Los Alamos National Laboratory (LANL) has developed a new approach to workplace conflict resolution that aims to resolve disputes at a shorter time, improve the long-time effectiveness of the process and encourage participants to become more committed. The 'dual-advocacy mediation' resulted from the LANL's careful analysis of about 500 of its employee-relations cases. The method involves six steps: issue definition, client preparation, specialist planning, mediation sessions, relapse prevention and follow-up. It requires both conflicting parties to have a mediator who also acts as a personal advocate in counseling and mediation meetings. Dual-advocacy mediation is being used at LANL's Employee Relations Informal Resolution Section, much to the satisfaction of supervisors and employees who commend the process for its speed and effectiveness.

Methods, Negotiation, mediation and arbitration, Conflict management, Labor arbitration, United States. Department of Energy. Los Alamos National Laboratory

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Workplace smoking policies: 16 questions and answers

Article Abstract:

Questions addressed on workplace smoking include: the difference between no-smoker and no-smoking policies; employer costs of smoking versus non-smoking employees; personal damages caused by smoking; state and employer smoking regulations; employee reactions to smoking policies; threats of lawsuits; collective bargaining issues; smoking and equal opportunity laws; employer incentives to help employees quit smoking; and resources for employers seeking to start and promote no-smoker or no-smoking policies. It is suggested that employers should seriously consider no-smoker or no-smoking policies to improve employee health and to save money by cutting costs associated with smokers.

Laws, regulations and rules, Human resource management, Environmental aspects, Smoking, Nonsmoking areas

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